THE PROFESSIONAL GOLFERS’ ASSOCIATION
The Professional Golfers’ Association (PGA) recognises that certain sections of the community may experience discrimination in golf and therefore may be prevented from participating fully and equally in either the administration or playing of sport.
The PGA is committed to challenging discrimination within golf, to enable those who wish to be involved in the sport to do so in whatever capacity or at whatever level they choose and is appropriate.
The PGA is fully committed to supporting the principle and practice of equality of opportunity. No participant, volunteer, job applicant or employee should receive less favourable treatment on the grounds of age, gender, disability, race, parental or marital status, pregnancy, religion or belief, sexual orientation or gender reassignment or should be disadvantaged by conditions or requirements that cannot be shown to be relevant to performance.
The PGA is also committed to promoting equal access to golf and its facilities for all potential participants, by identifying potential barriers to involvement and implementing best practice policies and procedures to overcome such barriers.
COMMITMENT TO ACTION
The PGA will take all reasonable actions to:
The PGA is required by law not to discriminate against their employees and recognise their legal obligations under the 2010 Equality Act, and will abide by the requirements of this legislation.
DISCRIMINATION, HARASSMENT AND VICTIMISATION
The PGA is committed to ensuring that their employees, members, participants and volunteers are able to conduct their activities free from direct or indirect discrimination, harassment or inappropriate behaviour.
Direct Discrimination: Means treating someone less favourably than you would treat others in the same circumstances.
Indirect Discrimination: occurs when, intentionally or not, a requirement or condition is applied which disproportionately and detrimentally affects one sex, race, or other group more than another when the requirement has no justification.
Harassment: inappropriate actions, behaviour, comments or physical contact that is objectionable or causes offence to the recipient. It may be directed towards people because of their age, gender, disability, race, parental or marital status, pregnancy, religion or belief, sexual orientation or gender re-assignment.
Victimisation: treating someone less favourably than another on the grounds that he or she has made a complaint of discrimination or harassment through internal procedures or external means against one of the organisations working through the EGP.
Bullying: the misuse of power or position to criticise persistently or to humiliate and undermine an individual's confidence.
The PGA regards discrimination (whether direct or indirect), harassment, victimisation or bullying as serious misconduct and any employee, volunteer, or member will be dealt with by the member organisations under their disciplinary procedures.
The intent of this statement will be implemented through the appropriate policies and procedures of the PGA.
It is the responsibility of the Chief Executive Officer to ensure that the policies, procedures and activities of the Association are consistent with this statement.
The PGA reserves the right to discipline, under the terms of its own individual policies and procedures, any of its employees, members or volunteers, who practise any form of discrimination on the grounds of age, gender, disability, race, parental or marital status, pregnancy, religion or belief, sexual orientation or gender reassignment.
The PGA has its own equal opportunities policy which supports the intent of this statement. Where a person wishes to make a complaint about discrimination, harassment or victimisation in golf, they should consult the equal opportunities policy and contact its Chief Executive Officer. Complaints about the Chief Executive Officer should be referred to the Chairman.
Any person who feels that they have not been treated fairly and in accordance with this statement should contact the Director of HR.